Quick answer: An evergreen job posting stays open on purpose for roles you hire again and again. It makes sense when you disclose rolling or pipeline hiring, you actually review applicants, and you close the post when intent dies. If there is no real hire intent, it is a ghost job.
I get why founders leave posts up. Applications feel like free insurance. In my opinion that insurance costs trust.
What SHRM reported about evergreen roles and ghost jobs
On October 31, 2024, Roy Maurer at SHRM covered ghost jobs and where evergreen postings fit.
SHRM describes evergreen roles as an acknowledged practice: ads stay open rather than closing after a set period, to attract a steady stream of applicants for in demand roles.
Tim Sackett, quoted in that piece, put the messy reality plainly: some jobs are evergreen, so you hire for them all the time; right now you may not have that seat open, but you might tomorrow.
Hung Lee, also quoted by SHRM, said database building for evergreen roles does happen, and that this is far from a ghost job when the ad represents a real opportunity.
So the line is intent. Evergreen with a real pipeline is a practice. A post with no plan to hire is something else.
The data SHRM pointed to (not invented stats)
SHRM cited two signals that help explain why candidates feel lied to:
- Greenhouse Software data: about 20% of job listings had no hiring activity in a given quarter since 2022.
- Revelio Labs: hires per job posting roughly halved since 2019.
Those numbers do not prove every quiet listing is fake. They do show a lot of posts sit without movement. That is why honesty in the ad matters more than the label evergreen.
I am not repeating unverified viral percentages here. Stick to what primary reporting actually said.
Honest evergreen vs ghost
| Honest evergreen | Ghost posting | |
|---|---|---|
| Intent | You hire this role over time | No genuine plan to hire |
| Ad copy | Says rolling, pipeline, or always hiring | Sounds like an open seat starting Monday |
| Review | Someone reads applicants on a cadence | Inbox ignored |
| Close rule | Comes down when intent stops | Stays up for optics |
If you cannot tick the honest column, take the post down.
When always open makes sense for a small team
Use evergreen when:
- You refill the same seat often (support, warehouse, similar ops roles)
- You will review weekly, not someday
- You can say in the post that hiring is ongoing
Skip evergreen when:
- The role is a rare specialist hire
- Budget is frozen
- Nobody owns the inbox
Candidates notice silence. A clear rejection email after interview still beats no reply. And if volume is the problem, fix filtering first with too many job applications, not enough candidates.
How I would word an honest evergreen post
Add one plain line near the top:
“This is an ongoing hire for [role]. We review applications on a rolling basis and hire when a seat opens.”
Then keep the promise. Review. Reply. Close when you stop.
If you want one place to publish, review, and close posts without losing the thread, Try Canvider free.
What I want you to remember
Evergreen is fine when it is true. Ghost is not. Disclose the pipeline, review real people, and shut it off when intent is gone.
Frequently asked questions
What is an evergreen job posting?
An evergreen job posting stays open on purpose for a role you hire often, so you keep a steady applicant pool. It is honest only when you disclose rolling or pipeline hiring and you actually review people.
Is an evergreen posting the same as a ghost job?
No. SHRM reporting treats evergreen roles as an acknowledged practice with real hire intent over time. A ghost job has no genuine intent to hire. The difference is intent plus honesty in the ad.
When should a small team use an evergreen posting?
Use one for roles you truly refill often, like support or ops seats with predictable turnover. Skip it for a one off specialist hire. If you are not reviewing the inbox, close the post.
How do I keep an evergreen posting from looking fake?
Say it is rolling or always hiring for this function, review on a fixed cadence, reply to serious applicants, and take the post down when you stop hiring.